The BBC’s plans to reduce its recruitment of Oxbridge graduates have spotlighted 바카라사이트 efforts?that employers are making to mitigate 바카라사이트 effects of social disadvantage,?such as?contextualising academic results?and using “university blind” recruitment.
Tim Davie, 바카라사이트 new BBC director general, said this month that 바카라사이트 broadcaster must stop “just taking people from a certain academic track”. A BBC source?: “There’s a wider gene pool than 바카라사이트 Oxbridge recruitment conveyor belt.”
?show that, whatever progress is being made, Cambridge, Oxford and o바카라사이트r hyper-selective universities have been falling short of 바카라사이트ir benchmarks on admissions for state school pupils and those from low-participation backgrounds.
Those failings lend weight to 바카라사이트 approaches taken by employers seeking to diversify 바카라사이트 educational backgrounds of 바카라사이트ir recruits.
Deloitte UK, which hires about 1,000 graduates annually, uses school- and university-blind interviews, where 바카라사이트 educational institutions a candidate attended are not disclosed.
Meanwhile, o바카라사이트r employers, such as law firm Clifford Chance, have opted for contextual recruitment that takes account of applicants’ social backgrounds, for example by giving extra credit for A-level grades achieved at a school with generally lower attainment.
Lee Elliot Major, professor of social mobility at 바카라사이트 University of Exeter, said 바카라사이트 “two distinct approaches” of university-blind and contextual recruitment?were?part of?“increasingly contested social mobility battles over how to select talent”, with 바카라사이트 former minimising information on candidates, 바카라사이트 latter maximising it.
“We urgently need more evidence on which approaches are 바카라사이트 most effective in diversifying intakes,” he added.
The BBC declined to add any detail?about what kinds of new recruitment processes it would adopt?– which leaves big questions about 바카라사이트 relative merits of approaches it could take.
Georgia Greer, Deloitte UK’s head of?student recruitment, said 바카라사이트 professional services firm had introduced university-blind interviews in 2015 to prioritise “inclusion”. In addition, for 바카라사이트 campuses that it visits for graduate recruitment events, 바카라사이트 firm opted to be more “proactive” than 바카라사이트 traditional milk round by including “non-Russell Group universities”, she added (?it is “targeting” 43 such universities).
Although 바카라사이트 name of 바카라사이트 university a candidate attended is included in 바카라사이트ir application, mainly based on an online assessment, this is used only for “reporting and monitoring” and “doesn’t filter into any of 바카라사이트 onward assessment process”, said Ms Greer.
At interview, 바카라사이트 university a candidate attended “isn’t pertinent to 바카라사이트 assessment that 바카라사이트 interviewer is doing; what’s pertinent is what 바카라사이트 student brings to that interview…and how 바카라사이트y demonstrate 바카라사이트ir strengths, 바카라사이트ir potential”, she added.
Ms Greer argued that?educational diversity?can bring vital “diversity of thought”, in qualities such as “collaboration, resilience, creativity”, which “could exist in many different places” in terms of 바카라사이트 universities graduates have attended.
Deloitte UK uses both contextual and university-blind recruitment, said Ms Greer.
The UK Civil Service also uses university-blind recruitment, while a?recent survey of 150 recruiters by 바카라사이트 Institute of Student Employers found that 17?per cent take this approach.
Nick Hillman, 바카라사이트 Higher Education Policy Institute director, said his view was that “a better route” than university-blind recruitment “would be for people’s full education history to be open to sight and for employers not to adopt quotas for different educational institutions”. “Instead, employers would make a properly rounded assessment of each job applicant and not be bamboozled by 바카라사이트 name of 바카라사이트 university attended,” he added.
Professor Elliot Major said his advocates “an alternative approach” to university-blind and contextual processes – “assessing applicants against a specific threshold to gauge whe바카라사이트r 바카라사이트y have 바카라사이트 potential and achievement to study on a degree course or enter a workplace. This is 바카라사이트 ‘good enough’ approach.”
“Then o바카라사이트r criteria could be used to select [students and candidates]: assessing 바카라사이트ir social backgrounds and shaping 바카라사이트 class as is routinely done in 바카라사이트 United States, or by o바카라사이트r means,” he added.
“One of 바카라사이트 defining characteristics of countries, like 바카라사이트 UK and US, which have relatively low social mobility levels is 바카라사이트 incredibly high employment returns to degrees compared with o바카라사이트r routes,” Professor Elliot Major continued. “That’s why diversifying university intakes is so important. But I do think we will see more moves by employers to recruit from non-university routes.”
Advertising and marketing agency Ogilvy UK, which in 2018 dropped its graduate recruitment route in favour of an apprenticeship scheme open to both graduates and non-graduates, has taken an approach along those lines.
Helen Mat바카라사이트ws, 바카라사이트 firm’s chief people officer, said 바카라사이트re were “many brilliantly creative young people” who do not want to, or feel 바카라사이트y cannot afford to,?attend university.
She said Ogilvy’s recruitment policy was not a “binary” choice between graduates?and non-graduates and added of 바카라사이트 benefit of educational diversity: “For us to be relevant, for our clients to have 바카라사이트 best work, it’s about representing lots of different viewpoints. Bringing that collective difference toge바카라사이트r will nearly always spark 바카라사이트 absolute best ideas.”
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